Examining body dissatisfaction in young men within a biopsychosocial framework

This study examined biopsychosocial factors related to body dissatisfaction in young men within multivariate and moderator contexts. A female sample was included as a gender comparison. Male (n = 111) and female (n = 236) undergraduates filled out self-report questionnaires assessing body mass index (BMI), media influence, a history of weight-related teasing, and socially prescribed perfectionism, along with various indices of body dissatisfaction. Perceived pressure from the media was consistently related to body dissatisfaction in men whereas multiple biopsychosocial variables accounted for body dissatisfaction in women. Socially prescribed perfectionism and a history of weight teasing each moderated the relationship between BMI and male body dissatisfaction, identifying men low in body dissatisfaction. Findings indicate that applying a biopsychosocial framework to the study of body dissatisfaction in men is useful and suggest the need for including other factors, such as male peers and sports involvement, in understanding contributors to male body image.     

Impacts of exposure to images of ideal bodies on male body dissatisfaction: a review

Research suggests that young men's body dissatisfaction increases when they see images of attractive muscular men. This article provides the first extensive review of experimental studies exposing men to advertisements or commercials featuring idealized male bodies. Impacts on body dissatisfaction were evaluated by calculating and analyzing effect sizes from 15 studies. The effect sizes indicate that exposure to images of idealized male bodies has a small but statistically significant negative impact on men's body dissatisfaction. Three studies suggest that young men who are dissatisfied with their bodies are at increased risk for negative self-evaluations when exposed to idealized images. Two studies suggest that men who are satisfied with their bodies may be protected against negative impacts from seeing such images.     

Defining body deception and its role in peer based social comparison theories of body dissatisfaction

The purpose of the current study was to operationalize the phenomenon of body deception, describe its theoretical importance, and validate its existence in an experimental paradigm. The definition of body deception includes the intentional misrepresentation of information about appearance to others. The present study examined body deception in a controlled experimental study of male and female same-sex peer groups using a series of hierarchical linear models. Ninety male and 90 female undergraduates were randomized to an experimental same-sex peer group or individual control condition. The results suggested that both men and women used body deception among peers, but men's body deception was muscularity driven whereas women's was thinness driven. Body dissatisfaction was significantly predictive of the degree of body deception used by both genders and it was significantly related to peer group membership. An integrated model for the role of body deception in body image disturbance is proposed.     

Testing a Gender Additive Model: The Role of Body Image in Adolescent Depression

Despite consistent evidence that adolescent girls are at greater risk of developing depression than adolescent boys, risk factor models that account for this difference have been elusive. The objective of this research was to examine risk factors proposed by the gender additive model of depression that attempts to partially explain the increased prevalence of depression in adolescent girls. The theory suggests that body image and eating related variables predict depression for girls, but not for boys, above and beyond the variance accounted for by other well-known risk factors, some of which were examined in the current study. The sample was 247 adolescent girls and 181 adolescent boys studied over a 24-month duration. Results suggest that body dissatisfaction is a potent predictor of depression for girls, but not for boys, above and beyond the predictive effects of other established risk factors. Results provide insight into the etiology of adolescent depression and the disparate rate of depression among adolescent girls and provide direction for identifying high-risk individuals and developing effective prevention programs.     

Perceived deep-level dissimilarity: Personality antecedents and impact on overall job attitude, helping, work withdrawal, and turnover

The current research extends three research areas in relational demography: considering deep-level dissimilarity in theory building, assessing dissimilarity perceptions directly in theory testing, and examining the antecedents of dissimilarity perceptions. The results, based on two field studies using diverse samples, demonstrate the effects of enduring personality traits of Extraversion and Agreeableness on an individual’s perceived deep-level dissimilarity to coworkers in the workgroup, and the effects of perceived deep-level dissimilarity beyond the effects of actual dissimilarity and perceived surface-level dissimilarity on critical work outcomes, including the individual’s overall job attitude, and behaviors of helping, work withdrawal, and actual voluntary turnover.     

教师上级信任、知识分享与工作绩效的关系

知识分享和组织信任能够有效提高绩效,已在企业组织中得到证实,但在学校组织中是否成立及作用路径如何鲜有实证研究探讨。本研究以天津市10所学校的168名教师为研究对象,通过问卷调查探讨教师对直接上级的信任、知识分享及教师工作绩效之间的关系。路径分析结果显示：教师上级信任和知识分享的不同维度对教师工作绩效的影响存在差异;教师知识分享的质量在教师上级信任的依赖维度与工作绩效的关系中起部分中介作用。     

Who is empowered? Relative importance of dispositional and situational sources to psychological empowerment

Major reviews of psychological empowerment (PE) suggest four broad sources to becoming empowered: organizational, leadership, job, and dispositional. This study examines the redundancy, uniqueness, and relative importance within and across these situational and dispositional domains using commonality and dominance analyses. Across multiple samples, we find (a) within socio-structural domains, empowering leadership, knowledge sharing, and task significance are the most unique organizational sources of PE, (b) dispositional predictors augment situational features in explaining PE, and, perhaps most importantly, (c) job characteristics (JC) along with core self-evaluation (CSE) occupy the most dominant role on PE. In study 1 (N = 229), rank and CSE accounted for 64% of the variance in PE after accounting for information distribution, leadership, and the Big Five. Controlling for expanded Big Five inventory, leadership constructs, and socio-structurally features, study 2 (N = 171) finds general dominance of task significance (14%), empowering leadership (19%), and reduced, albeit incremental, effect of CSE (10%). Finally, study 3 (N = 386) replicates the large (30%) and moderately (10%) dominant effects of multiple JC dimensions and CSE. Implications call for a micro-level approach to PE emphasizing expanded roles, broadened self-concept, and personal impact on society rather than inspiring managers or organizational practices.     

Work engagement interventions can be effective: a systematic review

Work engagement is associated with important individual and organisational outcomes (e.g. employee health and well-being, performance). This narrative systematic review aims to synthesise the increasing number of work engagement interventions and inform future research by exploring: (1) the specific intervention foci, delivery methods and content of engagement interventions; (2) intervention effectiveness; and (3) underlying mediators and moderators. A systematic search for interventions employing a validated engagement measure revealed 40 studies. Five were personal resource building, twelve job resource building, three leadership training, eighteen health promotion, and two job and personal resource building. Twenty (50%) studies observed significant positive effects on work engagement, two (5%) had a negative effect, and eighteen (45%) had no effect. Job and personal resources, job demands and well-being were important mediators. Moderators included the specific intervention focus and delivery method, employee participation, manager support, and intervention level (top-down vs bottom-up). Bottom-up interventions, and job crafting and mindfulness interventions particularly, were most successful. Implementation difficulties were common, including poor response and attrition rates, and adverse factors (e.g. organisational restructuring, redundancy, economic downturn). We highlight implications for research and practice and stress the need to test underlying theories to build knowledge around how, why, and when interventions work.     

社会自我效能感与工作倦怠的关系：社会交换视角下有调节的中介模型

本研究基于工作要求-资源模型和领导-成员交换理论,采用两时点追踪问卷调查方法收集了313份数据,探讨了员工的社会自我效能感与工作倦怠之间的关系及其内在机制。分析结果表明：社会自我效能感对工作倦怠有显著的负向预测作用;领导-成员交换关系在社会自我效能感和工作倦怠之间有着显著的中介作用;领导-成员交换社会比较调节了社会自我效能感通过领导-成员交换关系预测工作倦怠的间接效应。     

Authenticity at Work: A Matter of Fit?

Authenticity at work refers to the extent to which a worker feels in touch with their true self while at work. At first sight this concept seems to overlap with the concept of person-environment (P-E) fit, that is, the degree to which an individual experiences good fit with their work environment. Drawing on a sample of 867 Dutch gifted workers, structural equation modeling was used to investigate (i) whether authenticity at work and P-E fit can be distinguished, and (ii) how authenticity at work and P-E fit were associated with employee well-being. As expected, confirmatory factor analysis revealed that authenticity at work and P-E fit were distinct from each other. Moreover, the mediated effect of authenticity at work was stronger for two negative forms of well-being (burnout and boredom) than for two positive forms of well-being (work engagement and job satisfaction). The theoretical and practical implications of these findings are discussed, especially focusing on the distinction between authenticity and P-E fit.